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Success in a business transcends mere metrics such as client numbers or revenue figures. True achievement lies in the development and retention of employees who thrive within the organization. When team members are eager to learn and evolve, it reflects positively on the company’s practices and environment.
In my previous article, I touched upon the strategies we use to recruit loyal team members. However, after hiring, our emphasis shifts towards fostering their growth and development.
At our video editing company, we have established a comprehensive onboarding and training system designed to nurture new employees. Our goal is not solely to fill positions but to invest in their professional futures, which ultimately benefits the business as a whole.
Step 1: In-House Course
The wedding videography industry has distinct nuances and challenges. As our business expanded, we encountered a shortage of suitable talent in the market. While many skilled professionals, such as television videographers and social media editors, possessed technical abilities, they often lacked the specific vision required for wedding-focused projects.
This realization prompted us to take action. To uphold our high quality standards, we decided to cultivate our own talent through a dedicated onboarding course. This initiative also plays a vital role in our hiring strategy.
Our Head of Video Editing developed the course in just two months, creating 11 lessons utilizing key software like Adobe Premiere Pro, DaVinci Resolve, and Final Cut Pro.
The curriculum addresses critical areas such as storytelling techniques for various wedding segments, color correction and grading, and sound design — recognizing that audio quality can significantly affect the overall video experience. Additionally, we ensure that new editors grasp project management fundamentals, including how to efficiently organize their projects and associated files.
Upon successful completion of this course, candidates are assigned their first paid project. If their performance meets expectations, they officially join our team. This course has transformed our hiring approach, enabling us to educate over 50 new employees in a condensed timeframe of just a week and a half.
If you are struggling to find specialists in a niche market, consider developing a similar training course. This strategy can effectively turn generalists into domain experts or provide essential skills to novices.
Step 2: Knowledge Base
Once new team members officially begin their roles, we provide them access to our Knowledge Base on Notion. This resource compiles essential information about the company, including client details, communication protocols, mission objectives, and other key insights.
We encourage our employees to proactively engage with the Knowledge Base, enhancing their understanding of the organization at their own pace. Meanwhile, mentors are available to assist with any questions or uncertainties, offering support throughout the onboarding journey.
Step 3: Competency Matrix
Learning continues beyond initial training. Each new employee’s name is added to our Competency Matrix — a comprehensive table outlining the skills that our video editors must develop. This matrix encompasses both hard skills, such as project storyboarding and subtitling, and soft skills like time management and discipline.
For each skill in the Matrix, there is a corresponding article and a test for employees to complete after they have studied the material. Successfully passing the test turns the skill cell green, while failure marks it red. This visual representation of progress is instrumental in ensuring that our team members acquire the necessary competencies.
As employees progress through the Matrix, they work to illuminate the green cells one at a time. Our team leads oversee this development, providing guidance as needed.
This system has been particularly effective in providing a clear overview of our team’s progress. If we notice specific skills frequently being marked as red, it signifies a need for enhanced training across the board. We can either create internal training sessions or bring in external experts to address these gaps.
Step 4: Establishing a Clear Path
The Competency Matrix also aids in delineating clear growth trajectories for our employees. For instance, if an employee achieves 80% of their hard skill indicators and has completed a requisite number of projects, they become eligible for promotion to a senior video editor position, which includes a 25% salary increase.
If their soft skill indicators are similarly favorable, they can apply for team lead positions as they become available. This transparent promotion system fosters motivation among team members, encouraging them to continually enhance their skills.
We also regularly add new skills to the Matrix to stay current with industry developments. For example, if our Head of Editing identifies a promising new tool, we might assign an employee to explore its potential. If it proves beneficial, that employee will then train the rest of the team in its application, ensuring we remain at the forefront of the industry.
In Conclusion
The onboarding framework we have implemented not only accelerates new hires’ adaptation to their roles but also cultivates a culture of ongoing learning and professional growth within our team.
While not every employee may ascend to leadership positions, we are committed to ensuring that all team members attain a high level of proficiency in video editing. While the investment in training may be significant, it is essential for achieving the growth we aspire to as an organization.
Source
www.entrepreneur.com